UNIGE document Scientific Article
previous document  unige:98444  next document
add to browser collection

Push and Pull Motivations for Quitting

Semmer, Norbert K.
Elfering, Achim
Baillod, Jürg
Berset, Martial
Beehr, Terry A.
Published in Zeitschrift für Arbeits und Organisationspsychologie. 2014, vol. 58, no. 4, p. 173-185
Abstract We report a new analysis of data from a multi-year study, some of which were previously published in the current journal. A longitudinal sample of 380 computer specialists was followed over two years, yielding three measures each of job satisfaction, organizational commitment, and turnover intentions, as well as actual turnover, and reasons for leaving, at Times 2 and 3. Career paths were more diverse than the classical distinction between stayers and leavers implies. Furthermore, although the largest single group of leavers cited "push" reasons, conforming to the classical withdrawal model, a sizable number were attracted to another job ("pull motivation"). In a three-wave structural equation model, job (dis)satisfaction predicted turnover, while organizational commitment exerted its influence only via its association with job satisfaction. As expected, however, attitudes predicted turnover only for participants with push motivation. Quitting, in turn, predicted an improvement in both satisfaction and commitment, indicating that it paid off for the individual. The necessity to study consequences of turnover and to distinguish between different subgroups of stayers and leavers is emphasized. Push and Pull Motivations for Quitting A Three-Wave Investigation of Predictors and Consequences of Turnover. Available from: https://www.researchgate.net/publication/268500293_Push_and_Pull_Motivations_for_Quitting_A_Three-Wave_Investigation_of_Predictors_and_Consequences_of_Turnover [accessed Oct 10 2017].
Full text
Article (Published version) (592 Kb) - public document Free access
Research group Affective sciences
(ISO format)
SEMMER, Norbert K. et al. Push and Pull Motivations for Quitting. In: Zeitschrift für Arbeits und Organisationspsychologie, 2014, vol. 58, n° 4, p. 173-185. doi: 10.1026/0932-4089/a000167 https://archive-ouverte.unige.ch/unige:98444

369 hits



Deposited on : 2017-11-01

Export document
Format :
Citation style :